I.
INTRODUCTION
The following policy statement guides the practices of administrators with regard to
compensation of faculty for contracted activities in excess of the established
FTE of the position. This document shall
supersede all previously promulgated policy statements related to faculty extra
state compensation. Any exception to
this policy statement must be approved by the appropriate vice presidential
area.
II.
STATEMENT OF POLICY
A. Who May Receive
With the
approval of the primary employer, members of the faculty may receive
compensation for additional employment within the university, or state, beyond
the full-time equivalent (FTE) established for the employee’s regular, or
primary, position under
Each faculty member is responsible for the full and competent performance of
all duties pertinent to his/her employment with the university. As determined by university administrators,
activities or additional employment that may interfere with
the primary employment obligations and responsibilities, or may create a
conflict of interest with those responsibilities and obligations are
prohibited.
For approval to be given for Faculty Extra State Compensation,
the following conditions must be met:
1. In the case of extra state
compensation for credit instruction, the faculty member must already be
assigned a ‘normal’ instructional load as determined by the standards of the
primary employer.
2. For any given semester, the
amount of time devoted to activities for which faculty members receive extra
compensation may not exceed the time that is normally devoted to teaching one
course, or its equivalent.
3.
The primary employer must be prepared to certify via
signature on the Faculty Extra State Compensation Agreement that the time
commitment involved with the performance of the extra university activities (as
defined by USF policy and the Faculty Collective Bargaining Agreement, where
applicable) does not constitute a conflict of commitment with respect to
the performance of the faculty member’s assigned university duties. In making this decision, the primary employer
will also consider outside activities in which the faculty member is engaged.
In accordance with the provisions of the collective
bargaining agreement, extra state compensation appointments ‘shall be offered
equitably and as appropriate to qualified employees in sufficient time to allow
voluntary acceptance or rejection.’
Ordinarily, faculty members holding appointments as vice president,
assistant/associate vice president, dean, assistant/associate dean, or other
equivalent positions in the faculty pay plan are not eligible for extra state
compensation for teaching credit courses or performing funded research. Exceptions must be approved by the primary
employer.
B. The
Amount of Extra Compensation
Normally, the amount of extra
compensation will be negotiated between the employee and secondary employer
with the approval of the primary employer.
For faculty teaching credit classes, the rate of pay will be a maximum
of 3% of the full-time rate of pay for a nine month
faculty member and 2.455% of the fulltime rate of pay for twelve month faculty
for each credit hour taught for extra compensation. For faculty engaging
in university non-credit instruction activities the amount of compensation
should reflect a reasonable market price.
C.
Source of Extra Compensation
Compensation
for university employment that exceeds the established FTE of the position must
be paid as OPS.
D.
Special Considerations for Payment from Federal Contract and Grant
Accounts
Additional compensation on contract and grant
accounts is governed by the U.S. Office of Management and Budget (OMB) Circular
A-21, which allows for payment of extra compensation on federal grants when all
of the following conditions are met:
1. Consultation is across
department lines, or involves a separate or remote operation.
2. The work performed is in
addition to the faculty member’s regular department assignment.
3. The terms are specifically
provided for in the contract/grant agreement or they have been approved in
writing by the sponsoring agency and appropriate USF responsible authorities.
Principal investigators and co-principal investigators
are not permitted to earn extra compensation on federal grants.
E. Payment
to Independent Contractors
USF faculty generally may not be paid as independent contractors by the USF
Foundation or the Research Foundation.
An exception may be provided for faculty who contract with a department
other than their own to provide a service substantially different than the service provided as part of their ordinary
responsibilities and who meet all legal criteria of an independent contractor,
to be paid via an Independent Contract Agreement. Ordinarily, in order to be paid as an
independent contractor, the individual must be in the business of providing the
contracted service to customers other than USF.
Any exceptions must be approved, in writing, by the president or a
designee.
A.
Faculty Extra Compensation
Extra compensation is for contracted activities in excess of the established
FTE of the position. The established FTE
of the majority of positions is 1.00 FTE; in these cases, extra compensation
refers to compensation for work in excess of 1.00 FTE. For positions established for less than 1.00
FTE (e.g. .50 FTE), extra compensation refers to work in excess of .50 FTE. As such, extra compensation does not include
stipends, temporary pay increases (SPI) or other compensation for duties that
do not increase the employee’s FTE above that established for the
position.
B.
Primary Employment/Employer
The primary employer is the unit in which the employee receives an assignment,
evaluation and salary based on the certification of performance of regularly
assigned duties.
C.
Secondary Employment/Employer
The secondary employer is the department, or unit, requesting the employee’s services
in addition to those regularly assigned by the primary employer.
D.
Contract or Grant
A contract
or grant is any funds received by the university from an external source to
perform research, training or other sponsored activities (excluding activities
sponsored by Educational Outreach).
E.
Activities Qualifying for Extra Compensation
a.
Credit instruction (e.g. teaching an additional
regular class)
b. Non-credit instruction (e.g.
teaching in an Educational Outreach program)
c. Contract and Grant (e.g. a temporary
assignment to work on a contract or grant)
d. Other services (e.g. a
specific assignment to serve on an honors committee or a temporary consulting
assignment within the university)
All extra state compensation assignments will
be completed through the appointment process in order to enable the university
to track faculty activities more completely and accurately.
Primary employers are responsible for reviewing
the faculty member’s activities during the previous 12 months and the proposed
period of extra compensation, including normal assignments, extra compensation
and efforts covered by outside activity forms.
Primary employers will consider the totality of effort in deciding
whether to approve extra compensation.